April 29, 2010

Better interview questions

I'm always interested in better interviewing techniques. I came across this list of bad interview questions and realized I've asked them many times. Maybe you have too? Here's some suggestions for creating some better and more illuminating conversations with your candidates:

1. Don’t ask: “Can
you tell me about yourself?”

This question will simply encourage job applicants to summarize their resumes, wasting precious time and preventing you from finding out any
new information.

Instead, ask: “What professional accomplishments are you most
proud of and why?”

Instead of asking for a laundry list, this question forces candidates to
elaborate on the most pertinent aspects of their work history.2. Don’t ask: “What are your strengths?”

This is such a common question posed by hiring managers that candidates
usually trot out a prepared, vanilla response that teaches you nothing.

Instead, ask: “What is your greatest professional strength,
and how have you used it to overcome a challenge in your career?”

This question compels candidates not only to describe a strength they
possess but also to expand on how they’ve applied it in a real
situation. It can be especially revealing when interviewing candidates
for technical positions because it allows you to gauge whether they can
explain their successes in terms anyone can understand. 3. Don’t ask: “What are your weaknesses?”

Instead, ask: “Can you describe a time when you didn’t
accomplish a goal and how you rectified the situation?”

Your goal is to find out how the candidate has dealt with adversity in
the past. Did they solicit help from co-workers? Did they act right
away? Did they take responsibility? This question can be especially
helpful when interviewing management-level candidates.

4. Don’t ask: “Why
do you want to work here?”

While this could help you find out how much the applicant knows about
your organization, chances are you’ll also receive praise about the
organization that borders on insincerity.

Instead, ask: “What specifically attracted you to our
organization?”

This question forces applicants to articulate why they view your
organization as “unique” and “a good place to work.” It allows you to
assess not only their depth of knowledge about your organization, but
also whether they truly want to work for the company. 5. Don’t ask:“Do you prefer to work alone or with a
team?”

These days, employers need workers who can excel in team and individual
roles, rendering this question obsolete.

Instead, ask: “Can you describe an example of when you worked
with a colleague or group to solve a problem?”

Comments

Better interview questions

I'm always interested in better interviewing techniques. I came across this list of bad interview questions and realized I've asked them many times. Maybe you have too? Here's some suggestions for creating some better and more illuminating conversations with your candidates:

1. Don’t ask: “Can
you tell me about yourself?”

This question will simply encourage job applicants to summarize their resumes, wasting precious time and preventing you from finding out any
new information.

Instead, ask: “What professional accomplishments are you most
proud of and why?”

Instead of asking for a laundry list, this question forces candidates to
elaborate on the most pertinent aspects of their work history.2. Don’t ask: “What are your strengths?”

This is such a common question posed by hiring managers that candidates
usually trot out a prepared, vanilla response that teaches you nothing.

Instead, ask: “What is your greatest professional strength,
and how have you used it to overcome a challenge in your career?”

This question compels candidates not only to describe a strength they
possess but also to expand on how they’ve applied it in a real
situation. It can be especially revealing when interviewing candidates
for technical positions because it allows you to gauge whether they can
explain their successes in terms anyone can understand. 3. Don’t ask: “What are your weaknesses?”

Instead, ask: “Can you describe a time when you didn’t
accomplish a goal and how you rectified the situation?”

Your goal is to find out how the candidate has dealt with adversity in
the past. Did they solicit help from co-workers? Did they act right
away? Did they take responsibility? This question can be especially
helpful when interviewing management-level candidates.

4. Don’t ask: “Why
do you want to work here?”

While this could help you find out how much the applicant knows about
your organization, chances are you’ll also receive praise about the
organization that borders on insincerity.

Instead, ask: “What specifically attracted you to our
organization?”

This question forces applicants to articulate why they view your
organization as “unique” and “a good place to work.” It allows you to
assess not only their depth of knowledge about your organization, but
also whether they truly want to work for the company. 5. Don’t ask:“Do you prefer to work alone or with a
team?”

These days, employers need workers who can excel in team and individual
roles, rendering this question obsolete.

Instead, ask: “Can you describe an example of when you worked
with a colleague or group to solve a problem?”